DSC Safeguarding The New Environment Saira Bashir Senior Consultants NSPCC 1
Introductions Your name, role and organisation Red Yellow Purple Blue Person or thing What would I Tell everyone Favourite hobby that gives me like to put in one truth one lie - group guess most pleasure room 101 which is true in life Green Orange Pink Brown Favourite TV, If I could travel One thing Favourite food film or book about me you somewhere for can’t see by free where looking at me would it be What do you hope to achieve?
Learning Agreement We all agree to: • Listen while others are speaking • Create a safe learning environment • Have respect for the feelings, experiences and perspectives of others • Be aware of diversity issues and promote inclusive practice • Respect confidentiality (excluding risk) • Take responsibility for our own learning • Share as well as receive learning • Avoid interruptions (including mobile phones) • Be punctual
Briefing Outline Safeguarding in light of recent high profile media events Charity commission guidance and obligatory requirements of charities to report serious incidents Safer recruitment practices Safeguarding culture – policies, procedures, management of staff, volunteers and complaints Vicarious liability – responsibilities out of hours
Oxfam • • • • • • • Charity Commission- statutory enquiry into Oxfam Charity Commission Alerts and updates These concerns about safeguarding in charities pre date the Oxfam scandal
Save the Children Statutory Inquiry Which will examine, among other matters, whether trustees have: Adequately discharged their duties in handling the allegations at the time, • and in fulfilling their duty of care towards their employees Ensured the charity has implemented measures about operating to • appropriate standards of work place conduct and staff safeguarding - including testing staffing misconduct allegations, complaints or incidents received by the charity since 1 January 2016 Made decisions around public handling and reputation management on the • historic allegations appropriately Disclosed fully, frankly and accurately, serious incidents relating to staffing • matters to the Commission
Steps taken by Oxfam • • • • • • •
Safeguarding and protecting people for charities and trustees “Safeguarding is non -negotiable. Charities are widely trusted and we need to ensure an environment exists where everyone feels safe - from service-users to the employees and volunteers who dedicate their time and skills to benefit communities across the country. We want to instil fundamental changes to help restore the reputation of the sector. These measures will help protect and empower people to speak up and ensure charity leaders tackle poor behaviour head- on.” Tracey Crouch, when Minister for Sport and Civil Society 10
National Context William Vahey Jimmy Saville Jeremy Forrest Vanessa George Brendon Cox Ian Huntley
Safeguarding framework and context Working Together to Safeguard Children 2018 • https://www.gov.uk/government/publications/working-together-to-safeguard-children--2 Keeping Children safe in Education 2018 • https://www.gov.uk/government/publications/keeping-children-safe-in-education--2 Keeping children safe international child safeguarding standards • https://www.keepingchildrensafe.org.uk/ Overseas criminal incidents • https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/f ile/780835/Criminal_reporting_of_safeguarding_offences_including_overseas_v3.pdf The Core humanitarian standards on quality and accountability • https://corehumanitarianstandard.org/the-standard Safeguarding and protecting people for charities and trustees • https://www.gov.uk/guidance/safeguarding-duties-for-charity-trustees
Serious case reviews https://learning.nspcc.org.uk/case-reviews/recently- published-case-reviews/
Why ‘safer’ recruitment? Warner Report 1992 • The harsh reality is that if a Bichard Inquiry 2005 • sufficiently devious person is NSPCC develops Value Based determined to seek out • opportunities to work their evil, Interviewing no-one can guarantee that they Subsequent serious case reviews • will be stopped. Our task is to make it as difficult as possible for them to succeed... Sir Michael Bichard
FINKLEHOR’S FOUR STAGES TO SEXUAL ABUSE Overcoming Giving Self Victim’s Permission- Motivation- Resistance- doing Conscience Creating Wanting to it and getting away Opportunity with it Overcoming internal Overcome victim External inhibitors Thoughts inhibitors resistance
How Safe is Your Organisation? 16
Organisational Culture What do we mean by Safeguarding Culture? What does good safeguarding Culture look like?
Key Elements of a Child Safe Organisational Culture • An explicit safeguarding culture and ethos with values and behaviours both articulated and lived at each level in the organisation • Clear policies and procedures so staff know what is expected of them and facilitate raising of concerns • Courageous management prepared to act on concerns and staff prepared to challenge and raise concerns • Children and young people having a voice and a way to raise concerns, which are taken seriously • Wonnacott & Carmi, 2016 • , scrutiny and constructive challenge, with processes to underpin these behavi ours” A culture of curiosity • (Proctor et al., 2014, p.206
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Five Stages of Safer Recruitment 1. Preparing to recruit , to enable you to plan and prepare for a safer recruitment process that can help to deter unsuitable people from applying Advertising JD/PS Application Packs Self-disclosure Safeguarding statements 2. Selecting the right people , this will enable you to assess information supplied during the application stage in order to be able to shortlist candidates for interview and identify any concerns that need following up Checking applications Shortlisting Process Defined criteria Follow-up questions 3. Choosing wisely will enable you to conduct an effective interview and selection process Selection Tools Interview Preparation Interview Skills Scoring Decision Making 4. Checking thoroughly will enable you to complete all pre-employment checks and to risk assess information arising from that process Referencing ID & Right to Work Criminal Record Checks Health Check Self-Disclosure 5. Remaining vigilant will enable you to maintain a culture of ongoing vigilance once candidates are in post Good Induction Training Probation Period Supervision Appraisal Safer Culture
Stage 1: Preparing to recruit • Planning your recruitment process • Applicant information pack • Job advertisement • Safeguarding statement • Defining the role • Self-disclosure • Referencing
Stage 2: Selecting the right person • Checking applications • Shortlisting • Points for follow-up • Referencing
Stage 3 – Choosing wisely • Selection process • Interviewing • Causes for concern • Recording • Making a decision
Causes for concern Examples of indications that may cause a concern and require further probing to determine the candidates suitability to work with children: Implication that adults and children are equal Lack of recognition of the vulnerability of children Idealisation of children Inadequate boundaries between adults and children Identification with children
Stage 4 – Checking thoroughly • Pre-employment safeguarding checks • Risk assessing disclosures • Recruiting through 3 rd parties • Record keeping
Appointing through third parties Should follow the same pre-employment checking procedures as used for • direct recruitment If checks are done on your behalf, ensure that they are aware of the • requirements and processes to follow If sourcing through an agency, you don’t need to do the checks yourself – make sure you receive written confirmation to state they have completed satisfactory checks Remember to still check ID on day one to verify that they are the person sent by the agency!
Stage 5 – Remaining vigilant • Safer culture • Induction • Dealing with concerns • Managing allegations • Case example • Learning from past mistakes • Helpful resources
Learning from past mistakes Cultures that support abuse: Complacent culture • Silent culture • We are good culture • OK to look culture • Follow these key tips for maintaining safe culture in your organisation: Never think you have done enough in terms of safe culture • Always believe ‘it could happen here’ • Keep safeguarding high on everyone’s agenda • Never rely on any one process to keep children safe •
• • • • • • • • • https://www.gov.uk/guidance/safeguarding-duties-for-charity-trustees
Policy and Manage Risk Checks on procedures trustees, staff and volunteers Terrorism and prevent duty Safeguarding Protect Guidance volunteers and staff Working with/making grants to other organisations Safeguard children and Handle/report Working adults incidents and overseas allegations
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